Social relationships and ambulatory blood pressure: structural and qualitative predictors of cardiovascular function during everyday social interactions.

Healthy normotensive men and women (N = 102) underwent a 3-day ambulatory blood pressure (BP) assessment in which a BP reading was taken 5 min into each social interaction. After each interaction, participants completed a diary that included structural categorization of the relationship and ratings of the quality of the relationship with the interaction partner. Random regression analyses revealed that interactions with family members and spouses were associated with lower ambulatory BP. Interactions with ambivalent network members (characterized by both positive and negative feelings) were associated with the highest ambulatory systolic BP, an effect that was independent of the familial effects on BP. Although there were psychological correlates associated with both structural and functional aspects of relationships, no evidence was found that these mediated the primary findings involving ambulatory BP. These data highlight the influence of both structural and qualitative aspects of relationships on ambulatory BP and possibly health.     

Differentiation is key: should employers offer something unique or the same yet better?

ABSTRACT

Researchers agree that employers should differentiate themselves from their competitors to become the employer of choice. However, from the recruitment literature, it is not clear how employers should differentiate their employment offers. Building upon the structural alignment theory, we investigated in two experimental studies whether offering something unique (i.e., non-alignable attributes; e.g., offer a benefit package when competitors do not) or offering the same yet better (i.e., alignable attributes; e.g., offer a bigger benefit package than competitors) is the most effective differentiation strategy for employment offers and whether this depends on job seekers’ work experience. Offering the same yet better affected job seekers’ preferences more positively than offering something unique in lowly complex judgement and decision-making situations (Study 1) as well as in highly complex judgement and decision-making situations if job seekers had more work experience (Study 2). Hence, our findings suggest that differentiation strategies matter: employers should differentiate by offering the same yet better, particularly when they look for highly experienced job seekers in highly complex judgement and decision-making situations.     

Social sharing of emotion following exposure to a negatively valenced situation

Three experimental studies are reported in which we tested the prediction that negative emotion elicits the social sharing of the emotional experience. In two experiments, participants arrived at the laboratory with a friend and then viewed one of three film excerpts (nonemotional, moderate emotion, or intense emotion) alone. Afterwards, the participants who saw the film had an opportunity to interact with the friend and their conversation was recorded. In both experiments participants who had seen the intense emotion excerpt engaged in significantly more social sharing than did participants in the other two conditions. A third experiment extended the investigation to social sharing in everyday life and replicated the previous results. Nonemotional explanations of the effects observed were also ruled out. Results are discussed in the context of the relation between emotional intensity and amount of social sharing.